In WM Morrison Supermarkets PLC v Various Claimants, Skelton (S), an auditor, had a grudge against Morrisons because of what he perceived to be unfair disciplinary action against him. He copied payroll data relating to 99,998 Morrisons’ employees to a USB stick and then posted their personal details online. S sent a CD containing a copy of the data to three newspapers, who did not publish it, but told Morrisons, who took the website down. The High Court upheld a claim by 5,518 employees that Morrisons was vicariously liable for S’s wrongful conduct as his role was to handle payroll data and there had been a seamless and continuous sequence of events involving the planning and disclosure of the data, meaning there was a sufficiently close connection between S’s job and his wrongful conduct to make Morrisons vicariously liable. The Court of Appeal dismissed Morrisons’ appeal. S had planned the data disclosure process which was not disconnected by time, place and nature from his employment. There was an uninterrupted thread that linked his work to the disclosure and Morrisons was vicariously liable.
This update provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and help judgments made in every aspect of the case. Click on the links to access full details. If no link is provided, contact us for more information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.